Ware Technology Serviceshttps://warets.com
Wed, 22 May 2019 21:01:12 +0000en-UShourly1https://wordpress.org/?v=4.9.10Tips for Making the Transition from the Military to the Civilian Workforcehttps://warets.com/blog/transition-to-civilian-workforce/
Wed, 22 May 2019 20:59:45 +0000https://warets.com/?p=1428Whenever I speak to transitioning soldiers, sailors, airmen, or Marines, I always tell them just how lucky they are. When I think back to my own transition almost 25 years ago, the resources available to my fellow soldiers and me were very limited.

Whenever I speak to transitioning soldiers, sailors, airmen, or Marines, I always tell them just how lucky they are that they are transitioning today. When I think back to my own transition almost 25 years ago, the resources available to my fellow soldiers and me were very limited. It seemed there were very few knew where to look for resources, let alone how to apply for them.

While current law requires service members to begin participating in TAP as soon as possible before their separation date, finding and utilizing the many VSOs can be a bit more challenging if you don’t know where to look. Organizations such as the American Legion, Veterans of Foreign Wars, Disabled American Veterans, etc. are great places for military service members and veterans to access during their job search and after their transition. In addition to their own programs, each organization has relationships within the business community that they leverage to help veterans.

In addition to VSOs, nearly every State Employment Agency now has Local Veteran Employment Reps (LVER) whose job is to provide assistance to veterans seeking employment. Arrange a meeting with the rep in your area and let them know that you would like their help in your career search. Not only will they be helpful in connecting you with employers specifically interested in recruiting veterans and service members, many offer assistance with resume writing and provide other services which may be helpful in your search. They often have connections with the aforementioned VSOs, as well as companies like Staffmark who offer their own military/veteran recruiting programs, and can be an additional resource to help you make those connections.

Finally, if there is one piece of advice that I make sure I impart of every candidate, it is to network, network, network! Hop on LinkedIn, Facebook, or your favorite social media site and look for other veterans and groups of veterans. The military is a family like no other, and membership in that family doesn’t end when you transition. There will always be someone willing to help you. You just need to let them know you need a hand!

To learn more about our military/veteran recruiting programs or for help finding resources in your area, reach out to your local office.

]]>How We’re Changing the World: Robert’s Storyhttps://warets.com/blog/changing-the-world-robert/
Thu, 16 May 2019 19:09:09 +0000https://warets.com/?p=1421Staffmark Group's vision is to "change the world – one life, one job, one community at a time." Here's a story that illustrate how we impact lives.

One of the things I’m most passionate about as a leader of Staffmark Group is making a difference. Our organization’s vision reflects this goal: we seek to change the world – one life, one job, one community at a time. I truly believe that, together, we can make the world a better place. With this in mind, I’d like to begin sharing stories on our blog that illustrate how we impact lives.

The first story in this series is about Robert, a disabled veteran who was full of despair. His injuries prevented him from being able to do the work he was trained to do. He was scared, at the end of his rope, and was hoping against hope for an opportunity that would ease his worry about his family’s future.

A life-changing event

After enlisting in US Marine Corps, Robert was assigned to be “the supply guy,” He explained, “If you were a new Marine, one of the first people you’d see was me. I provided all of the tools and equipment. It was my job to make sure you got everything you needed, and it was my job to make sure you returned everything as well.”

Another part of Robert’s job was to train reservists. Unfortunately, three years after joining the service, Robert was involved in a vehicle collision during a training mission. Several were injured, including Robert. All of the soft tissue was snapped or stretched beyond use in his lower right leg and foot. “It was basically the worst sprained ankle – the granddaddy of all ankle sprains. Somehow, I didn’t break a single bone,” Robert recalled.

After leaving the service, Robert worked in the radio business for a number of years and then became a cell phone tower technician in the early 2000s. The work was physically demanding, which led to subsequent injuries and surgeries. As a result, Robert is unable to stand for long periods of time or sit for long periods of time, limiting his career options.

Robert said, “Every time I’ve taken a job, it’s been temporary until I couldn’t handle the pain.” On top of that, issues with VA claims were preventing Robert from retraining in a different skill set that could accommodate his disability.

From desperation to gratitude

The lack of stability began to wear on Robert, especially after he married his wife in 2012. He now had a family to support, including two teenage boys: “Now I’m desperate, and I’m almost 50. I didn’t know where to turn.”

Robert tried applying to jobs online, with little luck. “The problem is I don’t have a college degree. I’m pretty well read, but I don’t have the paperwork. I’ve got a blue collar resume, and I’m looking for a white collar job – all because I can longer do what I was trained to do,” said Robert.

Then Robert met Matt McGowan, veteran and market manager with Staffmark. Upon learning about Robert’s situation, Matt reached out to the Staffmark-Springdale, OH team and told them Robert’s story. Almost immediately, they were able to identify a great opportunity that accommodated his disability and provided the stability he was seeking.

Within days, Robert interviewed and was offered the job! He now works in the IT department for a national grocery chain, providing support for employees when they have tech issues with the grocery pick-up program – and he absolutely loves it!

One of the things Robert most likes about his job is the people: “In a single day, I hear so many accents, and I get to talk with so many different types of people.”

“I hope I can work this job for the rest of my life, and that’s the first time I’ve said that in twelve years!” exclaimed Robert. “I’m so grateful to the Staffmark team for this opportunity. I would absolutely recommend Staffmark to anyone looking for a job. They have changed my life!”

Thank you for sharing your story, Robert – and thank you for your service to our country!

]]>Wages Are on the Rise: Is Your Company in the Position to Compete?https://warets.com/blog/wages-on-the-rise/
Wed, 08 May 2019 21:21:43 +0000https://warets.com/?p=1418If you find your salary structure isn’t in line with industry standards, or if you’ve skipped pay increases for the past few years, how exactly do you make your wages fair and equitable? And how do you ensure this situation doesn’t happen again? Find out!

The job market is tight — there’s no denying that. And as it continues to tighten, employers must look for new ways to compete for top talent. They’ll also need to find strategies to retain their best team members.

While relatively small and often on par with the average pay increase, wage growth matters. If your company’s salaries have remained stagnant, you may find yourself increasing pay at a much higher rate just to catch up, especially when you consider that top talent will be off the market in just 10 days. You need to be competitive to attract and retain top talent.

All Things Equal

The first step includes a little due diligence: Conduct some market research, review the roles and their responsibilities in the company, check the Bureau of Labor Statistics to determine the average pay, etc. You can also contact our team to receive a custom salary guide, specific to your industry, location, and existing position(s).

If you do find your salary structure isn’t in line with industry standards, or if you’ve skipped pay increases for the past few years, the question then is, how exactly do you make your wages fair and equitable? And how do you ensure this situation doesn’t happen again?

1. Evaluate all disparities.

Sometimes, there are legitimate reasons why workers are paid differently for the same role. So, ask yourself whether there’s any validity to any disparity. For one, do people in the same role have different educations or certifications? Do they bring different skill sets or experience to the table?

Also, are there any differences in employee attitudes? What about their responsibilities? Though they share the same title, the role may not actually be identical. Beyond that, is the person a true asset to the company? If someone does no more or less than what’s required, the pay disparity may have merit.

2. Correct inequities incrementally.

The most obvious way to bring salaries in line with the market — or other employees, for that matter — is to give pay increases where necessary. If, however, your budget doesn’t allow it, you may need to establish a compensation plan where you offer incremental increases over a period of time.

The approach will vary, but companies have been known to give lower-paid employees a pay raise every six months until their salaries fall within industry standards. If you go this route, make sure to explain the compensation structure and ultimate goal. Transparency is key.

3. Set earnings expectations.

New hires often know exactly what’s expected of them prior to day one. But are you doing the same with the requirements for a raise or promotion? Stipulating what’s necessary also creates guidelines for leadership, ensuring consistency with raises and promotions over time.

4. Rethink promotion practices.

Pay disparities can often result from internal promotion practices. When promoting an employee, chances are good that the new role only comes with an average bump in pay. A better practice is to treat promotions like outside hires, offering a salary more in line with industry standards.

5. Stop factoring in past pay.

Using an applicant’s salary history when making an offer is a recipe for pay inequities. Instead, make offers according to the job and its responsibilities. Sure, we all want to save a buck, but what someone was earning at his or her last job has no real bearing on your salary structure.

6. Make negotiating the norm.

Many companies bristle at the idea of employees asking for a raise outside their annual review. But the request actually can serve a dual purpose: making employers aware of pay inequities and potential talent attrition before either can become serious problems. Abide by the open door policy.

7. Conduct compensation assessments.

A compensation assessment is just as it sounds, a review of salary practices. The goal here is to find and fix issues before they worsen beyond what’s manageable. The Society of Human Resource Management recommends conducting compensation assessments at least every three to five years.

8. Explore other options.

Some companies are finding, even after making pay equitable, that higher wages are no longer enough. You may need to get creative with your compensation packages. Look into offering additional benefits, like paid parental leave, flextime, student loan forgiveness, etc.

To ensure your compensation packages are keeping pace with the competition, again, please feel free to contact us about our custom salary guides. We can also be of assistance in finding qualified candidates for any vacancy. Just let us know what you’re looking for, and we’ll provide a pool of talent with the desired qualities, qualifications, and experience.

]]>Looking to Change Careers? Take These First Steps!https://warets.com/blog/change-careers/
Wed, 17 Apr 2019 21:19:34 +0000https://warets.com/?p=1411Changing careers has likely come to mind at some point. For most, however, that’s often where it ends--at a thought. Here’s what you should do to make your career change actually happen.

At one point or another, the thought of changing careers has probably come to mind. Maybe you no longer feel passionate about what you’re doing or you find it too difficult to balance work and family. You could even feel undervalued in your current role. Whatever the reason, you just want to make a change.

For most, however, that’s often where it ends—at a thought. You start creating a list of reasons why you can’t make the change. Money, skills, experience, and time often top the list.

Though there might be a kernel of truth to those reasons, they shouldn’t be enough to keep you from doing something you really love. Here’s what you should do if you want to change careers effectively:

Take a step back.

You’re about to make a big change in life, which deserves time and attention. Take a step back and think about your interests, values, ideals, and priorities. So many professionals jump into a field without ever really questioning these things. If you take the time to get to know what makes you tick, you’ve now got the foundation to build not just a successful, but an enjoyable career.

Inventory your professional prowess.

Most people undervalue themselves. Don’t fall into this trap. It’ll keep you from moving forward in a career change. Devote some time to inventory your experience, skills, and successes. Take an honest look at what you’ve contributed, accomplished, and excelled at in the workplace. Seemingly small “wins” can be huge in another field. If it’s something you can measure, even better.

Gather info on that new career.

Get to know everything possible about the field. Do the same for your desired role in that field. Talk to friends, family, and colleagues who may be in a similar role. Dig deeper than the job description to determine what it takes to excel in the industry and the position. Sometimes soft skills can make up for any gaps in experience. In fact, many leaders would rather hire someone with less experience if the candidate offers intangibles that can’t be learned.

Compare your skills with the requirements.

Look at your top skills in comparison with the “required” skills for the new role. Think about your skills in terms of what the employer is looking for in a candidate. Given enough thought, you may just find that a number of your skills already align — these are your transferable skills. Then, consider how these skills might apply to this new industry and think of examples that demonstrate those skills. Take it one step further, and practice explaining those examples.

Freshen up your skill set.

Just because you’re hoping to make a move doesn’t mean you can’t freshen up your skills while still working at your current employer. Look for ways to bolster some of the skills you may be lacking. Volunteer for special projects. Take on additional tasks and responsibilities. Consider enrolling in an online course or two to build up some of those skills essential to a new career. You want to plug as many holes as possible before applying for a new position in a new industry.

Leverage your network.

As with a “traditional” job search, your network is an essential part to landing a new role. If you know people at a particular company, reach out to them. Schedule a lunch. Let them know what you’re thinking about in terms of a career change. People already working in an industry can often identify positions — and open ones, at that — you’re perfectly (or almost perfectly) suited for, so get those feelers out. Most people will be more than willing to help.

Develop a SMART plan of action.

If you don’t develop an actual plan, there’s no way of getting to where you want to be. Think of it as a roadmap, of sorts, with a series of Specific, Measurable, Achievable, Realistic, and Timely milestones — in other words, make them S.M.A.R.T. What do you need to do to get from point A to point B? What about from point B to point C? Be deliberate and logical as you map out what it’ll take to get you to where you need to be. Once you know the path, the journey isn’t as daunting. It’ll also allow you to become a true match for your new career.

While the process of changing careers isn’t an easy one, it should never dissuade you. Just keep in mind that it’ll take time, energy, patience, and a great deal of commitment to see it through. But in the end, you’ll find yourself in a meaningful career that you love, which will make the journey all the more worth your effort.

]]>7 Signs It’s Time to Hire Additional Employeeshttps://warets.com/blog/time-to-hire/
Wed, 10 Apr 2019 20:52:19 +0000https://warets.com/?p=1407It isn’t always easy to determine when to hire. Hire too soon, and there may not be enough work to go around. Drag your feet, and your staff will struggle. Luckily, there are signs that can point to the need for additional staff.

It isn’t always easy to determine when it’s time to hire new employees. Hire too soon, and there may not be enough work to go around — not to mention, you run the risk of blowing your budget. But if you drag your feet, your staff will have a difficult time keeping up. They’re also more likely to suffer from fatigue, lowered morale, and disengagement, which can lead to a host of other problem.

Luckily, there are signs that can point to the need for additional staff, and here are seven of the most common:

RED FLAG #1: Employees struggle with workload.

While business will always ebb and flow, it could be a sign that you need to look for some additional help when your team is struggling to keep up with their job duties — that, or productivity and efficiency begins to wane.

Before pulling the trigger, however, review the work that needs to be done, seek feedback from those on the floor, and determine whether redistributing tasks would fix the problem. If not, the solution is hiring extra support.

RED FLAG #2: Customer service is suffering.

It’s normal to get the occasional bad review. After all, you can’t please all of the people all of the time. But if you start to see a spike in customer complaints, especially in regard to slow service, missed deadlines, etc., take it as a sign that you’re not staffed appropriately.

RED FLAG #3: Overtime is on the rise.

Most companies have busy seasons, and those busy seasons require a few more hours from employees. When this occurs with greater regularity, it’s a good indication that you should be adding to your ranks. Besides, overtime is an extra expense you can easily avoid with the addition of staff.

RED FLAG #4: Mistakes become commonplace.

Mistakes happen, but when completely avoidable mistakes are no longer the exception, signs often point to understaffing. It should be quality over quantity. If the reverse is true, it’s another good indication that it’s time to add to the team.

HIRING TIP: Write a job description.

The process of writing a new job description is often a good exercise to determine whether you should be adding to your team — and we’re talking a detailed job description here. It gives you a chance to visualize how many hours of work are actually available for a new employee. Does it fill 40 hours in a week? If so, you’re good to go.

RED FLAG #5: New systems are on the horizon.

We all know how technology can make our professional lives easier by automating certain tasks. The only problem is that the implementation process can slow things down — unless, of course, you bring someone on staff familiar with that technology. Just make sure you determine whether it’s a short-term or permanent position.

RED FLAG #6: Staff lack specific skills.

All businesses hit a point when certain responsibilities are best handled by a pro. Do you need help keeping the books? What about someone to manage user experience? Maybe you want to build an online presence that requires the skills of a social media specialist.

Whatever the task or goal, you may not have someone on staff with the expertise necessary to bring it to light. Just make sure to ask yourself whether this person needs to be on staff or hired on a project-by-project basis.

RED FLAG #7: Expansion is in the future.

Expansion is one of the most obvious reasons to hire, which is why we left it for last. But some companies attempt to grow business without adding staff. While possible, you miss out on the opportunity to bring in new talent — talent that can offer new insights and may very well improve operations beyond growth.

If you need any additional information about staffing, or would like help finding talent to fill a role, please contact us today. We’d be more than happy to discuss your staffing needs and develop a plan for recruitment and acquisition.

]]>10 Tips for Hiring in a Competitive Job Markethttps://warets.com/blog/hiring-competitive-job-market/
Tue, 26 Mar 2019 21:48:02 +0000https://warets.com/?p=1402Unemployment is at a record low, making it difficult for many companies to find and recruit great candidates. Here are 10 tips to rework the interview and hiring process in your favor.

Unemployment is at a record low, making it difficult for many companies to find and recruit great candidates. They’re also struggling to retain top talent — but that’s a story for a different day and one of the main reasons why job seekers hold all the cards.

You see, most people in the market for a new job will field multiple offers. And while a number of factors (i.e. salary, benefits, location, culture, etc.) ultimately go into the decision of which employer they choose, it’s best to make sure you give candidates no reason to consider any other company over you.

With that in mind, we’ve pulled together 10 tips to rework the interview and hiring process in your favor:

1. Act fast.

For the majority of job seekers, one of the most frustrating parts of the job search is the long wait. In fact, nearly a quarter of candidates will lose interest in a company when they don’t hear back within a week. That’s why every effort should be made to speed up the interview process beyond the now average of almost 24 days.

Start off by reviewing all the touchpoints within the process. Are there any redundancies? Are there ways to improve the efficiency? What are you communicating to the candidates? Remember, you’re not the only company interviewing these applicants, so there should be a sense of urgency to make an offer when finding a fit.

2. Improve the candidate experience.

Interviewing is kind of like a courtship in that both parties must put their best foot forward to make an ideal impression. Work to provide candidates with the best possible experience by being transparent about the whole process and setting expectations on the timeline of events.

But don’t stop there. Communicate with your top contenders regularly and showcase the company culture each step of the way. If you provide a great overall experience, your organization will remain top of mind.

3. Stop looking for perfection.

Some companies get hung up on finding candidates that check every box — from skills and experience to education and training. But these people are few and far between. It’s a much better idea to prioritize your absolute must-haves and consider anything additional as icing on the cake.

4. Hire for fit.

Just because a person has all your must-haves doesn’t always mean he or she will fit the culture. Make sure to factor in both personality and attitude when deciding on who to move to the next round. After all, you’ll be training the person anyway — and you can’t train away a bad hire.

5. Involve current employees.

One of the best resources for talent is staff — and 48 percent of managers tend to agree, saying referrals were the best channel for quality candidates. Go ahead and incentivize the process to encourage your current employees to use their personal networks for talent.

6. Learn from the competition.

In a tight job market, companies will use every advantage possible to attract talent, so the question remains: Do you know what the competition is offering candidates? If another company has a better benefits package, figure out new and inventive ways to sweeten your deal.

7. Explore internships.

Many companies are now looking for candidates that haven’t yet hit the job market by setting up internship programs — and for good reason. The NACE found that more than 45 percent of interns went on to accept positions at the employers where they interned. Just makes sure the program delivers value to all parties.

8. Get social.

If brands rely on social media to sell products, it only stands to reason why you should be doing the same to attract talent. After all, isn’t the interview process partly about “selling” the benefits of working for your organization? Start recruiting on social channels like 92 percent of other companies.

9. Scale back qualifications.

Be it a bachelor’s, master’s, or diploma, a degree isn’t always a predictor for success — and can, in fact, dissuade people from applying for a job opening. Review the job requirements and determine what’s actually necessary. Relying too heavily on a résumé can cause you to overlook a great addition to the team.

10. Look at your compensation.

Sometimes, it just comes down to money. Your salaries must at least match what’s competitive in your market if you ever hope to compete for talent. To get an idea of where to set the salary for any given role, we can provide assistance with our custom salary guide based on industry, location, and title.

If you’d like additional information on hiring in a competitive job market, or help finding candidate for an open role, please contact us today. We’d be more than happy to discuss your current needs and match you with top talent in your industry.

]]>Join the Conversation! Why Should a Job Seeker Work with a Recruiter?https://warets.com/blog/why-work-recruiter/
Wed, 20 Mar 2019 20:48:15 +0000https://warets.com/?p=1400The idea of a new career is exciting, but the task of finding the right one can be daunting. The whole process can be easier with the help of a recruiter! Here's how!

The idea of a new career is exciting, but the task of finding the right one can be daunting. Sifting through job boards, tweaking your resume, and waiting for the phone to ring can be exhausting and time consuming.

This whole process can be easier – and even more enjoyable – with the help of a recruiter!

I recently asked my team of recruiters and career experts this question: why should a job seeker work with a recruiter? Here’s what they had to say:

Benefits of Working with a Recruiter

Recruiters broaden your network.

“Think of your current job search connections: past employers, former college professors and administrators, friends, and family. Even if that group is large, it does not match the number that a recruiter can reach. Take advantage of a recruiter’s connections to get the most out of your job search. Recruiters spend a lot of time making connections through databases, phone calls, and face-to-face networking. Your network grows exponentially when using a recruiter during your job search.” – Starrla R, Account Executive, Shreveport, LA

Recruiters have access to unlisted jobs.

“Recruiters are the link between great candidates and great companies. Some of the best jobs never even make it to job boards. Recruiters are constantly thinking of their candidates and companies and working to bring the two together, even before they realize they are destined for one another. Recruiters know company culture and fit. They take the guesswork out of the recruitment process for both parties.” – Carla M, SVP Talent Engagement & Culture, Cincinnati, OH

“Working with a recruiter gives you an ‘in’ with employers. This gives you the opportunity to prove yourself and be hired with a company that you may not have considered otherwise. Also, many companies work closely with their recruiters and trust their judgment and can help with timing (no phone screens or interviews needed).” – Azucena F, Account Manager, Charlotte, NC

Recruiters have insider information about employers.

“Recruiters are the go-between for the candidate and customer. This enables candidates to learn much more about an employer than they would have by doing their own research. This extra information better prepares the candidate for the interview.” – Amy B, Market Manager, Mooresville, NC

“Recruiters have a history with the employer; they know the culture, business challenges, industry insight, internal decision makers or influencers, interview styles, and typical timeline to hire. Therefore, a recruiter can provide interview coaching that can make or break a first interview. A recruiter can expertly negotiate job offers and provide insight or feedback that may not have been shared otherwise. Maintaining a relationship with a recruiter throughout your career is like having a career coach in your corner.” – Cathy W, Senior Recruiter, Windsor, CT

Recruiters get to know the person behind the resume.

“The nice thing about working with a recruiter is that the recruiter gets a chance to engage and get to know the candidate as a person, not just a resume. This allows the recruiter to match them with the job that fits their personality and puts the candidate in an environment in which they thrive. This also helps the recruiter paint the right picture to the employer so they can also get a chance to know the person behind the resume before meeting them.” – Chelsea D, Account Manager, Mooresville, NC

“A recruiter is a liaison between companies and job seekers. The recruiter becomes the expert on the job opening and gets to know the job seeker by asking the right questions and finding the right fit for both. It is very rewarding when you find the right match!” – Cara W, Account Manager, Gastonia, NC

Recruiters help you through the hiring process, saving you time and energy.

“A good recruiter strives to provide the best candidates for their clients. Many will prepare the candidate for the job placement process, from applying to accepting an offer. If the right recruiter is chosen, most of your questions will be answered. You can also improve your resume, portfolio, and other applicant documents with the help of a recruiter.” – Starrla R, Account Executive, Shreveport, LA

“Recruiters help you through the hiring process. They save you time in the job search process, and they provide insight into the company culture which can also help you better prepare for the interview. Lastly, once you’ve worked with a recruiter, you become part of their database and may be contacted for future opportunities.” – Karen W, National VP, Workforce Solutions, Panama City Beach, FL

“Knowledge is power! Job seekers can gain valuable insight by working with a recruiter, giving the candidate the power and an edge over his/her competition.” – Jonelle Y, Practice Director, Houston, TX

“When I first started in the staffing industry 20 years ago, I didn’t understand why a person would use a recruiter. Now I say you would be crazy to not use a recruiter! A recruiter can assist you with tweaking your resume, give you tips on interviewing, connect you with the right people, negotiate pay, and really save a person time and legwork when job seeking.” – Frankie P, Market Manager, Gastonia, NC

Recruiters advocate for you.

“A recruiter can help ‘sell’ the candidate to the employer and can provide the job seeker with invaluable coaching opportunities, from constructive resume rejuvenation to interview tips to negotiation advice.” – Jennifer W, Director of National Accounts

“A recruiter can be a strong advocate for candidates. Recruiters get candidates’ resumes in front of hiring managers a lot quicker than if they applied on their own, avoiding the “black hole” of resumes. Recruiters help candidates put their best foot forward for an interview and the first day on the job.” – Cheryl M, Virtual Recruiter, Charlotte, NC

Looking for a job should be an exciting time. We’re talking about your future here, after all! Recruiters make the process of looking for a job more fun and less stressful. And do you also know that there’s no charge? The recruiter is paid by their employer (us!). You pay nothing, yet get awesome service! It’s a win-win.

Have you worked with a recruiter to land a job in the past? If so, what benefits did you experience? Hop over to our Facebook page to share your perspective! I look forward to reading your responses.

Want to see for yourself what it’s like to work with a recruiter? Submit your resume today so that we can review your work history – and we’ll call you to connect. We may even have a job for you to consider right away!

]]>The Talent Crunch: Is It Time to Relax Your Hiring Criteria?https://warets.com/blog/talent-crunch-time-relax-hiring-criteria/
Wed, 13 Mar 2019 21:29:06 +0000https://warets.com/?p=1397To compete in today's tight talent market, some companies are revisiting their job requirements to widen their talent pool. Here’s why some companies are revisiting their hiring criteria and how you can successfully adopt this strategy.

U.S. job openings hit an all-time high this past year resulting in a talent shortage. To compete in this tight market, some companies are revisiting their job requirements to widen their talent pool. That is, many are reducing the required education and/or experience or adjusting the screening process.

Here’s why some companies are revisiting their hiring criteria and how you can successfully adopt this strategy.

Rigid education requirements reduce the candidate pool.

Employers often see a degree as a good indication that applicants possess hard skills, such as project management, research, or data analysis, and soft skills, including communication, problem-solving, and critical thinking. While a valid assumption, it’s important to remember that a degree isn’t always necessary.

Consider this statistic: in 2015, 67 percent of job postings for a production supervisor required a college degree, yet only 16 percent of production supervisors actually had a degree.

Many employers are lowering their educational requirements – and, in many cases, getting creative. For example, at IBM, instead of requiring a degree for all jobs, the company has partnered with community colleges to find new hires. They even launched an apprenticeship program to create its own talent pipeline.

Many companies have followed suit. In the first half of 2018, job posts asking for a college degree dropped to 30 percent, down from 32 percent in 2017.

A mentorship or on-the-job training program may be sufficient.

Like degree requirements, employers are also reviewing the experience necessary to do the job. As of 2018, only 23 percent of entry-level jobs now require three or more years of experience, down from 29 percent in 2012.

What’s more, one million jobs were posted with “no experience necessary,” which attracts talent who wouldn’t otherwise apply for the job.

If you’re thinking about changing the requirements for a given role, a little due diligence is helpful:

Review the job requirements. Separate out your “must-haves” and your “nice-to-haves.” Use this information to rework the job description.

Document the reasons for the change. This step is primarily for internal purposes and to protect the company from potential legal problems.

Reevaluate the interview process. A change in job requirements often means a change in how you screen and filter applicants, including the interview questions you ask.

Look into skills assessments. If a job no longer requires a degree, yet certain skills are necessary, you may want to include a skills-based assessment in the interview process. This type of testing could help identify candidates you wouldn’t otherwise consider.

Track applicants. If you don’t see any improvements in the quantity of applicants, you may need to make further adjustments. Also, make sure the quality of talent isn’t affected by this change.

Drug screening can be an artificial barrier to recruitment.

Changing attitudes on marijuana have led a growing number of companies to rethink pre-employment screening protocols. Many employers argue that it’s become an unnecessary obstacle— not ideal in a tight job market. Besides, marijuana is now legal for recreation in 10 states and for medical use in 33 states. Some employers question if they should only screen those employees in “non-legalized” states.

But before you roll back marijuana screening for applicants, consider the potential business implications. For one, there are some safety concerns with drug use in certain industries, such as trucking and manufacturing. There can also be issues with worker’s compensation. If someone becomes injured while under the influence, the insurer could deny coverage. This could then bring into question the employer’s negligence.

If you do decide to change your drug testing policy:

Consider the safety concerns of the job

Create on-the-job regulations in regards to marijuana use and possession

Train managers on the warning signs of employees under the influence

Monitor how the changes impact employee recruitment and retention

Keep this in mind: relaxing your hiring criteria doesn’t mean you have to lower your standards. Your strategy can still be discerning, without being restrictive. The goal is to widen your talent pool and focus on the most important hiring criteria.

If you’re experiencing a talent crunch, contact us today! A member of our team can help review the job requirements for any position and make suggestions for potential changes to best respond to the current job market. We’d also be more than happy to sit down with you to find the best possible candidate for the role.

Since 1995, the first Friday in March has been reserved as National Employee Appreciation Day. Today, with heartfelt sincerity, I want to thank you and let all of you know how much I appreciate you.

As a staffing company, we are in a unique situation in that we have two groups of people to celebrate. We have the great honor and privilege of not only employing internal employees, but also helping external employees find meaningful work with our clients.

While each of us work in different roles and locations across the country, we are one team with a common goal. Our company vision is to change the world – one person, one job, one community at a time. And with your help, I know that we are making the world a better place, and I appreciate each of you making our vision a reality.

If you typically work remotely or at a client location, I encourage you to stop by your local office today so that we can thank you in person. Each of our offices is celebrating this day in different ways, but the sentiment is the same: we value you and want you to know how much you’re appreciated.

Please know that I am committed to continuing to provide a great place for great people to work for many years to come. It is my hope you are as proud to work for us as we are to have you on our team.

You are one of our everyday heroes. Thank you for saving the day… day after day!

]]>10 Cost-Effective Ways to Boost Employee Happiness and Productivityhttps://warets.com/blog/boost-employee-happiness/
Thu, 21 Feb 2019 20:43:38 +0000https://warets.com/?p=1391More than 52 percent of people are unhappy in the workplace — and nearly 70 percent are disengaged. But all is not lost. Here are ten ways you can take an active role in your employees’ satisfaction and happiness.

But all is not lost. Engaging and retaining talent often comes down to bettering job satisfaction. And when you better job satisfaction, you don’t just take the steps necessary to reduce turnover but can do wonders for improving productivity.

This isn’t to say employees don’t share some of the responsibility for their own happiness. They can certainly do things proven to improve satisfaction, such as maintaining a work-life balance, learning new skills, preparing for the day, etc. But employers still need to give staff the room to take care of themselves.

Here are ten ways you can take an active role in your employees’ satisfaction and happiness:

1. Take an interest.

According to a survey by Harvard Business Review, 58 percent of people say they’d trust a stranger over their boss. Of course, establishing trust isn’t easy, but it often starts by taking a genuine interest in staff. Ask questions, share stories, and help out when necessary. And with trust directly linked to happiness, your efforts should pay off.

2. Convey respect.

Happiness, as they say, is about respect, not riches. The only question is how should a leader show respect at work? Well, it can be something as simple as treating employees kindly and courteously. It can also take the form of listening before expressing your own opinion as well as including employees in meetings and decisions.

3. Show appreciation.

Good leaders make a point of regularly showing employees that they value their contributions. Look for ways to celebrate a job well done. Consider instituting an awards program, hosting a company event, or asking them to share tips and advice with colleagues — it’ll be quite the confidence booster.

But when you show your appreciation for your direct reports, greater happiness isn’t the only benefit. It can also improve employee retention rates. In fact, 79 percent of people who quit their jobs say “lack of appreciation” was the reason for their exit. It doesn’t take much for a leader to make people feel valued and appreciated.

4. Invest in development.

Providing training opportunities to your staff not only improves workforce quality but also shows employees they’re worth the investment. Establish a development program across all levels of your organization — and open up outside training opportunities to staff.

5. Shape clear career paths.

Even with professional development, employees will leave a company if they don’t see advancement opportunities. Help staff develop realistic career goals by holding regular career-planning discussions. Or, launch a mentorship program to assist employees in working toward internal opportunities.

6. Keep it fun.

Creating a culture where people feel comfortable talking and sharing a laugh will, naturally, improve employee happiness. But it can also make for a lighter environment, where, according to Shawn Achor, author of The Happiness Advantage, people become more open to ideas that make us “more productive, effective, and successful at work.”

7. Provide some flexibility.

An increasing number of companies are exploring flexible work schedules. Part of this is due to recruitment efforts — 96 percent of professionals say they need it. So, offering flexibility makes the employer more attractive. But it also provides freedom. Let’s face it: people do have obligations outside of work.

While we’d never suggest letting employees come and go as they please, you can probably find ways to let some team members come in early and others to come in late. There’s also the potential to offer a compressed workweek, telecommuting days, or even reduced work schedules.

8. Unite different divisions.

You can host a happy hour, but there’s no guaranteeing that people from different departments will socialize. Instead, be deliberate with your efforts and form cross-functional teams for a project. Exposing people to a wide variety of people can help them see things from different perspectives, which can encourage creativity and greater happiness at work.

9. Establish friendly workspaces.

For many companies, the workplace is just a sea of cubicles — not the most ideal environment for collaboration. Give employees a change of scenery by creating a few shared spaces. Think sofas, armchairs, and maybe a café table or two. It’ll encourage people to interact on a different level, which can foster greater camaraderie.

10. Go beyond the basics.

Again, there’s more to happiness than money. Not that you shouldn’t offer employees a competitive wage, but other benefits can be just as beneficial. Rethink the standard compensation package to include things like dental or optical insurance, wellness programs, gym memberships, tuition reimbursement, transportation benefits, etc.

Happiness in the workplace isn’t about gimmicks or quick fixes; it’s about leadership — and how leadership treats those who work on their teams. If you want a happier workforce, it begins and ends with you. Don’t just implement these strategies and head back to your office. Engage, seek feedback, and make adjustment along the way. After all, when you do the right thing, employees will do right by you.

If you’d like to learn more about improving the work environment, or need additional information on how to bolster employee happiness and satisfaction, please feel free to contact us today. One of our team members would be more than happy to discuss your options or any other employment issue affecting your company.